It is not unusual for people to spend long hours in the office and it’s easy to see why personal and romantic relationships could be forged in the workplace. While these connections can have a positive effect on a company, they can also create challenges if the situation is not managed appropriately.
In this article we look at what steps an employer should take and the potential implications and pitfalls of an office romance.
What should employers do if an office romance occurs?
Although there are no explicit laws governing such workplace relationships in the UK, an employer is entitled to ban office romances. However, it may prove impossible to enforce and realistically, a ban will not stop employees who want to be in a relationship from continuing their romance in secret.
Employers can require existing staff to report any personal relationships within the workplace as this enables managers to assess and address any impact on the business or other employees it might have.
In cases where employees in the same team are in a relationship, it may be beneficial for the employer (or line manager) to meet with them to discuss the potential distraction that may affect their work or the impact it could have on their colleagues whilst reminding them that public displays of affection can make others feel uncomfortable. Clear measures and boundaries should be communicated and agreed upon to maintain team harmony and professionalism.
Other practical measures employers can take to manage any potential risk to the business could include implementing guidelines through workplace policies. That way you can ensure your employees know where they stand if they are in a relationship with a colleague, but also should the relationship break down, that result in any issues, how they will be dealt with.
Pitfalls of an ‘office romance’ – what should employers be aware of?
Relationships in the workplace can result in positive outcomes, such as enhanced morale because employees want to go to work, and an increase in communication, productivity, creativity and energy. However, employers should also be aware of the threats that an office romance poses to their business such as distractions from work, complaints of unfair treatment, favouritism, abuse of power, discrimination and even harassment claims, for example:
Sex Discrimination may be a risk if the Company finds out that two employees are having a relationship and for that reason asks one to leave the Company or to move teams. Discrimination can also arise where one of the employees is in a more senior position and as a result of the relationship coming to an end, subjects the other employee to detrimental treatment (i.e. does not promote the employee).
Problems may arise when feelings are not reciprocated by the other person, or if after a break-up, one party is still attempting to win their former partner back. These claims can relate to the harassment itself, such as any unwanted verbal, non-verbal or physical conduct of a sexual nature or unwelcome sexual advances, touching, forms of sexual assault, sexual jokes, or sending e-mails or other messages with material of a sexual nature.
If an employee, for example, reports an unwanted sexual advance and is then subjected to a detriment, such as dismissal or not receiving a pay rise or bonus, this could potentially lead to a claim of victimisation in the workplace.
Conflicts, preferential and inconsistent treatment
Relationships at work can give rise to conflicts of interest and one example would be when an employee and their line manager are in a relationship, conflicts which could arise in this situation include matters such as appraisal scoring, remuneration, work allocation, and promotion.
Confidential Information
Another concern companies face as a result of an office romance is the potential threat that the employees involved may share confidential information relating to the business. This could be more of an issue if one of the employees is in a managerial position and privy to details such as plans for the business, financial information or perhaps confidential information relating to other employees.
How can Backhouse Solicitors help?
Office romances can be a delicate situation for employers to deal with. If your business has an issue or concerns, Backhouse Solicitors would be happy to discuss and advise on the best way to protect your business.
Tel: 01245 893400
Email: info@backhouse-solicitors.co.uk
Visit: 17 Duke Street, Chelmsford, CM1 1JU
Or send us a message through the Contact Us page on this website.
